Having regular and effective one-on-ones shows employees that they’re cared about, valued and supported.
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Managers who dig deeper through open communication are able to better understand when an employee is having a tough day or week due to personal issues. For example, if an employee opens up about something personal going on in their life, the manager can be more understanding of why their performance is suddenly suffering. Thus, they can lighten their workload, recommend resources such as an Employee Assistance Program and provide additional support.
These items can be accessed at any time and reference during the next one-on-on to track progress and identify barriers. Ideally, managers will want to check-in with the employee between one-on-ones to see how they’re doing, what challenges they’re facing and how they can be supported. , explained, “setting short-term and long-term goals can engage and excite team members about their future at the company.”, added, “when the most successful one-on-ones are over, the employee leaves with a clear sense of what needs to be improved and how they’ll work on doing so. Even the best employees can improve in some way so this isn’t just for under-performers.